Work related stress,burnout, job satisfaction and general health of nurses: A follow‐up study

Nurses experience high levels of work related stress and burnout as well as low job satisfaction and poor general health owing to the nature of their work. This paper seeks to provide a better understanding of the nature of relationships between work related stress, burnout, job satisfaction and general health of nurses over one year. This study involved a longitudinal design. Two hundred and seventy seven nurses from four hospitals completed a follow up survey consisting of five questionnaires. Data were collected between 2013 and 2014. The data were analysed using generalized estimation equation analysis. Lack of support was associated with burnout, patient care was associated with job satisfaction and staff issues were associated with general health of nurses. Burnout is more strongly related to job satisfaction than general health. The findings of this study could inform evidence based policy and practice through interventions aimed at improving job satisfaction and reducing the impact of burnout on general health of nurses.     

三级甲等精神病医院护士职业紧张与工作满意度调查

目的探讨精神病专科医院护士职业紧张和工作满意度状况,为制定医务人员健康保护措施提供依据。方法对191名三级甲等精神病专科医院护士（护士组）和72名非卫生部门脑力劳动者（对照组）采用职业紧张量表和工作满意度量表进行测评分析。结果护士组职业紧张量表的职业任务、任务过重、任务不适、责任感、心理紧张反应、自我保健因子分均显著高于对照组（P〈0．05或0．01）;男性护士的职业任务、责任感因子分均显著高于女性护士（P〈0．01）,心理紧张反应因子分显著低于女性护士（P〈0．01）。护士各项工作满意度评分均较低,其中男护士专业发展机会、专业地位、决策、享受工作、护理工作因子分显著低于女护士（P〈0．01）;精神科护士人际关系满意度较高,收入情况、享受工作、专业地位满意度较低。结论三级甲等精神病专科医院护士存在明显职业紧张和紧张反应,男女护士职业紧张源不同;护士对收入情况、享受工作、专业地位满意度较低,男女护士在工作满意度源方面存在差异。     

护士职业认同感、工作压力和满意度及离职意愿调查

目的：了解北京市护士的职业认同感、工作压力和满意度及离职意愿状况。方法：采用方便抽样法抽取北京市19家不同级别医院的1272名护士,用自行设计的护士职业认同感、工作压力和工作满意度及离职意愿问卷对其进行调查。结果：1272名护士认为目前护士的社会地位平均分为36．5±19．7分（中位数为35．0）,27．8％的护士感觉患者对护士比较尊重或非常尊重,57．2％的护士认为工作压力较大或很大,压力来源主要为职业风险高、工作强度大、社会评价不高,30．7％的护士对工作比较满意或非常满意,不满意的原因主要为收入低、职业风险高、工作强度大;35．2％的护士表示不愿意继续从事护理工作,原因主要为收入低、职业风险高和工作强度大;多元线性逐步回归显示护士职业认同的影响因素有护龄和学历,工作压力的影响因素有婚姻状况和医院级别,工作满意度的影响因素有医院级别、职称和职务;Logistic回归显示护士离职意愿的影响因素为医院级别。结论：目前北京市护士的职业认同感评分低,工作压力大,工作满意度低,离职意愿强烈;相关管理部门应采取有效措施,减轻护士工作压力,提高护士工作满意度和职业认同感,减少有离职意愿护士的数量,以稳定护士队伍,保证临床护理质量。     

长沙市二级及以上医院护士职业承诺和工作满意度对留职意愿的影响研究

目的 调查长沙市二级及以上医院护士留职意愿现状,并分析其影响因素.方法 采用护士留职意愿问卷、护士工作满意度量表、职业承诺问卷,对长沙市医疗机构329名护士进行调查.结果 护士留职意愿总分为（19.64±4.12）分,护士工作满意度总分为（126.22±18.04）分,护士职业承诺总分为（70.74±13.59）分;分层回归分析结果显示年龄、工作职务、任职方式、情感承诺、规范承诺、经济成本承诺、机会承诺对护士留职意愿有预测作用（P＜0.01或P＜0.05）.结论 所调查长沙市医疗机构医院护士留职意愿呈中等水平,护理管理者应针对可控影响因素,制订稳定护理人才队伍的相应策略.     

The relationship between personal traits and job satisfaction among Taiwanese community health volunteers

Aim. The purpose of the study was to understand the relationship between job satisfaction and personal traits in health volunteers in one community in Taiwan. Background. Among different kinds of community resources, the human resource is most essential for the process of developing healthy communities and cities. However, it is not easy to keep voluntary workers as part of health programmes even though they have been trained. Previous research has shown that to increase the job satisfaction of such a person, the volunteer needs to improve effectively his/her need to achieve. The need to achieve is an important part of a person's personal traits. Methods A cross‐sectional survey design was used to interview 317 health volunteers in various community health centres in I‐lan county, northern Taiwan. The research instruments of this study included the ‘locus of control orientation scale’ for personality measurement, the ‘achievement orientation scale’ and the ‘job satisfaction scale’. Results. Most of the sample volunteers were female with an average age of 49·55 years; the majority was married and living with their spouses. In terms of the volunteers’ personal traits, most of them are internal control orientation. The job satisfaction of the volunteers who took part in this research was extremely high. Significant variables correlating with job satisfaction in this study were gender, educational level, religious preference, participation in training, working to promote community health, the willingness to work, the frequency of participating in job training, and cooperation with other volunteer partners. The explainable variance for the prediction of job satisfaction from a combination of achievement orientation and the frequency of collaboration with other people was 9·1%. Relevance to clinical practice. The results suggest that there is a need to strengthen cooperative relationships among volunteer by initiating well‐planned volunteer training programmes and growth groups with the aim of enhancing their interpersonal relationships.     

Occupational commitment and job satisfaction mediate effort–reward imbalance and the intention to continue nursing

Aim

Occupational commitment and job satisfaction are major predictors of the intention to continue nursing. This study's purpose was to verify the mediating effects of job satisfaction and three components of occupational commitment on the relationship between effort–reward imbalance and the intention to continue nursing.

Methods

A self‐report questionnaire was distributed to 3977 nurses by the nursing department of 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of these, 1531 (response rate: 38.5%) nurses returned the questionnaire by mail and the complete data that were provided by 1241 nurses (valid response rate: 31.2%) were analyzed.

Results

Structural equation modeling showed that the effort–reward ratio had negative effects on job satisfaction and affective and normative occupational commitment. Job satisfaction and affective and normative occupational commitment had positive effects on the intention to continue nursing, whereas the effort–reward ratio had no direct effect on the intention to continue nursing. Continuance occupational commitment was not a mediator, but it positively influenced the intention to continue nursing.

Conclusion

The findings suggest that it is important to increase job satisfaction and affective and normative occupational commitment in order to enhance their buffering effects on the relationship between job stress and the intention to continue nursing. Measures to increase continuance occupational commitment also would be an effective method of strengthening the intention to continue nursing. Improvements in these areas should contribute to an increase in nurses’ intention to continue nursing and prevent the loss of this precious human resource from the health sector.

     

Workplace empowerment, job satisfaction and job stress among Italian mental health nurses: an exploratory study

Aim  The purpose of the present study was to investigate the relationship between staff nurses' structural empowerment, work stress and job satisfaction in two health care settings in Italy using Kanter's Empowerment Theory.
Background  With the current scarcity of economic resources and shortage of nurses, it is essential to empower nurses to perform at a high level to ensure high-quality patient care. Structural empowerment is a process that can optimize use of nursing skills and professional expertise, thereby increasing job satisfaction among nurses.
Method  A convenience sample of 77 nursing staff employed in the Department of Mental Health in central Italy was used in this study (return rate 64%).
Results  Structural empowerment was significantly related to their job satisfaction ( r  = 0.506, P  < 0.001), as was global empowerment ( r  = 0.62). Empowerment also had a significant negative relationship to nurses' work stress ( r  = −0.28, P  < 0.05).
Conclusion  The results of this study support Kanter's theory of structural empowerment in an Italian nursing sample – a previously unstudied population.
Implications for nursing management  Organizational administration must make every effort to create organizational structures and systems that empower nurses to practice according to professional standards and optimize the use of their knowledge and expertise.     

1259名护士工作满意度及其影响因素研究

目的调查护士工作满意度现状及其影响因素。方法采用护士工作满意度量表、心理弹性量表、简易应对方式问卷、中国护士工作压力源量表对广州市5所二级医院和5所三级医院的1 259名护士进行问卷调查。结果护士工作满意度总分为(47.56±7.88)分;护士工作满意度与心理弹性、积极应对呈正相关(P0.01),与工作压力呈负相关(P0.01);医院级别、夜班状况、心理弹性、积极应对、工作压力是护士工作满意度的影响因素。结论减少护士工作压力,引导其选择积极的应对方式,提高其心理弹性等将有助于提高护士的工作满意度。     

Occupational stress and job satisfaction in mental health nursing: focused interventions through evidence-based assessment

In the UK, over 20 contemporaneous reports have shown that between one-quarter and one-half of National Health Service (NHS) staff report significant personal distress (Weinberg & Creed 2000). There exists a substantial body of evidence to suggest that high levels of stress are endemic throughout the NHS (Anderson et al. 1996), and that many of these stressors may be unique to health care (Payne & Firth-Cozens 1987, Calboun & Calboun 1993). Historically, responsibility for stress management has often been placed at the feet of the employee (Sutherland & Cooper, 2000). This individual orientation has lead to the development of practices designed to treat those exhibiting symptoms of stress, and a relative paucity of interventions oriented to the prevention and the management of workplace stressors. It can also serve to deter scrutiny of injurious workplace conditions, practices and procedures. This small-scale study examines stress and job satisfaction in community mental health nurses in a semirural area of North Wales. Based on self-report questionnaire feedback, focused interventions are described to enhance work satisfaction and help ameliorate occupational stressors. Interventions are described at the level of the individual, the team and the organization as a whole.     

医护人员工作压力与满意度比较及管理对策

目的：了解医生与护理人员对工作压力和满意度自我评价的差异；探讨工作满意度与工作压力的影响两素。方法：整群抽样方法对某市2所三级医院按科室分布抽取科室，对所选科室的所有在编医生与护士进行问卷调查。结果：工作压力大，工作满意度不高是护理人员与医生普遍感知的问题，而护理人员报告工作负荷重、工作压力大的人数比例高于医生；护士工作满意度低于医生工作满意度。结论：凋查结果对医院管理人员及有关部门制定医院护理人力资源管理对策，合理配备与使用护理人力，减轻医护人员工作负荷与压力，提高其工作满意度有重要现实意义。     

Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan

Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow‐ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health‐care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment.     

护理人员组织公平感与工作满意度的相关性研究

目的调查护理人员的组织公平感、工作满意度的状况,分析两者的相关性。方法采用组织公平感量表和护士工作满意度量表,对14所医院525名护理人员进行调查。结果护理人员组织公平感总均分为(3.53±0.79)分;护理人员工作满意度总均分为(3.24±0.44)分;护士工作满意度总分及各因子得分与组织公平感总分及各因子得分均呈正相关(P0.01或P0.05)。结论提高护理人员组织公平感对提升护理人员工作满意度具有积极意义,医院应针对组织公平管理中的不足之处,采取有效措施,以提高护理人员的工作满意度,促进护理事业的发展。     

广东台山市护士离职意愿与工作满意度相关性分析

目的了解临床护士离职意愿与工作满意程度现状,并探讨两者的相关性。方法选取广东台山市531名护士,运用一般情况调查表、护士工作满意度量表和离职意愿量表进行调查。结果护士工作满意度量表总均分为（3．34±0．40）分,护士离职意愿量表总均分为（14．54±1．38）分。专业发展机会、福利待遇、工作家庭平衡性与护士离职意愿呈负相关（均P〈0．05）。结论护理管理者应充分了解护士离职意愿和护士工作满意度的情况,采取积极有效的措施提高护士工作满意度,从而有效降低护士离职意愿。     

An analysis of the relationship between job satisfaction and job stress in correctional nurses

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.     

Relationship between personality traits, job satisfaction, and job involvement among Taiwanese community health volunteers

OBJECTIVE: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. DESIGN AND SAMPLE: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. METHODS: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. RESULTS: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. CONCLUSIONS: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction.